New Job, New Hire? 6 Ways Employees and Employers Can Soar Through the First 90 Days

How long do employers take to decide whether new hires will make the cut? According to a Robert Half survey, up to 90 days is common. The majority of CFOs interviewed give newcomers between one and three months to prove themselves, and nearly one in 10 allot less than 30 days.

This gives employees little time to make their mark. Here are six tips to help professionals establish the best first impression, along with the takeaways for managers.

Get a head start. Don’t wait until your first day to learn more about the position and company. You will have already investigated the employer as part of your job search. Now that you’ve accepted the job offer, go further:

1. Visit the company’s website and tap social media to learn about the organization’s leaders and connect with future colleagues.
2. Familiarize yourself with the financial system you’ll be using.
3. Read up on the firm’s competitors.

• Takeaway for managers: Send new employees pertinent information, including an overview of the first days on the job, in advance. If possible, host a lunch before they start to introduce them to colleagues they’ll be working closely with. A solid grasp on the position and rapport with coworkers from day one will help staff contribute more quickly.

Be more than prompt. Demonstrate your dedication to the new job by not just showing up on time, but early. Your boss will be impressed by your enthusiasm and commitment, and you can use the extra 10 to 15 minutes to plan your day and review onboarding materials.

• Takeaway for managers: Prepare individuals’ desk by the night before they are set to begin. On their first day, arrive early to greet them, facilitate introductions to their coworkers and answer questions they may have.

Ask for help. Some new employees might think asking questions could make them appear amateurish. While you don’t want to be repetitive or a nuisance, you do need information that veteran employees take for granted.

Take advantage of the leeway you’ll be given as you start your new job to learn as much as you can. In most cases, your colleagues will be happy to assist and share their knowledge.

• Takeaway for managers: Don’t wait for employees to come to you with questions. They may be hesitant or not even know what they should be asking. Maintain an open-door policy and point them to information sources, such as the company’s intranet. Also consider assigning a mentor or “buddy” staff can go to with routine questions. New hires should be scheduled to participate in your company’s onboarding program as well. This will enable them to acclimate to your organization more quickly – and could help keep them with your firm. In-demand professionals may be tempted to quickly jump ship if they don’t feel wanted or supported by a new employer from the start.

Steer clear of politics. The longer you’re in your new position, the more likely you’ll encounter office politics. It’s best to listen and learn but not get involved or take sides, most especially during your first days on the job.

The same goes for discussions about local and federal elections. While a separate Robert Half survey shows some workers feel talking politics at work could be informative, the majority believe these discussions can get heated and offend others.

• Takeaway for managers: Cultivate a positive culture where politics aren’t allowed to run amok. Make sure your company’s orientation process reinforces the expectations you set during interviews and in discussions with staff members.

Socialize. One way to quickly fit into your new workplace is to be friendly and outgoing. Accept invitations for coffee, and take a lunch break with coworkers or colleagues from other departments. The deeper your professional relationships, the better you’ll fit in at your workplace.

• Takeaway for managers: Make it standard practice to set up a group lunch for individuals’ first day at your organization. After that, conduct team-building activities, and make sure everyone, new and tenured staff alike, is included.

First adapt, and then improve. One of the reasons you were hired was for your expertise. However, the first few months as a new hire is not the time to be a know-it-all. Rather, this is a time to watch, ask questions, listen and learn. Only after you understand the new employer’s methodologies and culture should you suggest changes.

• Takeaway for managers: Provide ongoing feedback, and praise what you want to see repeated. As staff members’ showcase their skills and expertise, invite them to propose new ideas while explaining the best way to do so.

* Bonus takeaway for managers: While the onus seems to be on new staff to impress right out of gates, it’s also on managers. You’ll need to create an environment where staff members can succeed and feel supported. Without doing so, you could be setting the stage for poor performance or causing a future star employee to look for greener pastures.

Staff members’ first days on the job can be an anxious time for everyone, including managers who want to make sure they made the right hiring decision. Fortunately, advanced preparation from all involved can pave the way for a smooth start and continued success.

 

Tim Hird is the executive director of Robert Half Management Resources.